Annexe IV – II (explanation)
Together with the staff member, the superior arrives at the assessment that resumption of work in the short term is possible (for example within one month after the first day of reporting sick), and that no special adjustments to the tasks or socio-medical interventions are required. The superior discusses with the staff member any existing impediments to the resumption of work and what the superior can do to make a resumption of work possible. For example, temporary adjustments of the tasks, adjusted working hours or, temporarily, different tasks. Furthermore, together with the staff member the superior will formulate a plan for a resumption of tasks. This contains a brief analysis of the problems, the reintegration objective and the measures that will be taken to reach this objective (for example resumption of the own tasks), including a phased time schedule. If the staff member and the superior cannot agree on a prognosis for a resumption of tasks, the superior may have the staff member called for the consultation hour of the medical officer. Depending on the situation, based on an analysis the medical officer will indicate what interventions are to be applied in order to the staff member to resume his or her work. He will also give a prognosis for a firm date for the resumption of work. Based on this information the superior together with the staff member will draw up another (reintegration) plan with a clear objective.
The analysis or analyses made, the plans for reintegration and the actions taken are recorded by the superior for the “Gatekeeper file”.
Together with the staff member the superior carries out the measures laid down in the plan with regard to the staff member’s return. These measures will be regularly evaluated and, if necessary, will be adjusted and recorded in the file.
The superior can accept the support via the solicited and unsolicited advice of the reintegration coordinator, who in turn calls in the medical officer for a proper assessment of the remaining capacities of the staff member and the prognosis for his or her return to work, and of the human resources advisor for formulating measures aimed at resuming the tasks.
The reintegration process ends when the objective formulated in the plan has been achieved. No later than in the 5th week of the absenteeism an assessment is to be made of the feasibility of the objectives for the staff member’s resumption of tasks. If it turns out that these goals have not been or will not be achieved, an impending prolonged absenteeism is involved. From that moment the procedure in place for this situation will start and the superior, with the intervention of the reintegration coordinator, will have the medical officer prepare a problem analysis.